ATL

Rarely cover clarified

As rarely cover sweeps England and Wales, ATL pay, conditions and pensions adviser Simon Stokes explains what it all means

ATL welcomes the introduction of rarely cover for teachers in England and Wales from September. This is the important last piece of the National Agreement to be implemented and, together with steps taken to strengthen the Department for Children, Schools and Families' (DCSF) powers to ensure schools comply with all aspects of the Agreement, should help drive down working hours.

Inevitably there will be teething problems but the commitment is there from all Workforce Agreement Monitoring Group (WAMG) partners to make this work and guidance issued by WAMG will help schools to deliver this.

Cover occurs when the member of staff assigned to a particular class is absent. This member of staff may be a teacher, higher level teaching assistant (HLTA) or cover supervisor.

Guidance issued by WAMG advises schools to audit past reasons for cover and to use this as a basis for developing their cover strategy. While absences due to illness may seem a likely cause for cover, there are many other often more common reasons, including educational visits and staff training courses.

Once identified, known absences can be planned for in the school calendar and the need to provide cover alleviated. The timetable is not set in stone and can be varied. Changes to the school timetable should only be made mid-year when absolutely necessary and following consultation.

Headteachers should ensure their school has a robust strategy to be able to provide cover for whatever reason. It is not possible to provide a standard strategy as each school will approach their cover requirements in a different way. The cover strategy must be developed in consultation with staff who should all be made fully aware of how the arrangements will affect them.

For all staff identified as available to provide cover, the headteacher should ensure they are confident and effective in their role, especially dealing with classroom behaviour. ATL believes no member of staff should be required to cover until they have had the training and support to do so safely.

The length of the absence will have an impact on the type of cover required. For short absences it may be appropriate for a member of the support staff to provide the cover, whereas for longer absences it is essential the cover is provided by a qualified teacher to ensure continuity of learning. It will be up to the school to decide the most appropriate person to cover in each case.

It is important that headteachers ensure that staff who are able to provide cover receive the necessary training and support. These staff could be:

• Supply teachers: Whether provided through the local authority, a supply agency or by direct contact, supply teachers will continue to play an important part in schools by ensuring that teaching continues through absences of all lengths.

• Cover supervisors and teaching assistants: Teaching assistants and cover supervisors can take charge of classes where there is no active teaching. Work for the pupils will have been provided by a teacher and the cover supervisor will maintain discipline and respond to any questions. Cover supervisors should be used for short-term absences only.

• Higher level teaching assistants (HLTAs): HLTAs have been assessed as being able to deliver specified work, ie the actual delivering of lessons. A teacher must, however, be assigned to any class being taken by an HLTA and any lesson delivered would need to be developed in conjunction with a teacher to ensure that learning continues. HLTAs should cover for short-term absences only.

• Floating teachers: Some schools employ teachers to provide cover when needed.

Support staff should be paid in accordance with their experience and qualifications. ATL and WAMG do not approve of the use of split contracts under which support staff are paid a premium only when they are undertaking work at a higher level. ATL and WAMG believe that staff trained to act as cover supervisors should be paid at least at level 3 and staff accredited to work as HLTAs to be paid at least at level 4.

Every member of staff should know what entitlement there is to time off from work. Schools and LAs may take this opportunity to revisit their absence policy. Changes to the policy should not be made without full consultation with staff and unions.

The WAMG guidance and WAMG note 22 on the appropriate deployment of support staff can be found in the 'help and advice' section of this website or at www.teachernet.gov.uk or www.socialpartnership.org

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